Term
| Success through people management |
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Definition
| Management is characterized as being elementary or common sense this is not the case skills are hard to develope |
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Term
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Definition
1. Management is the process of getting things done through others
2. Rewarded for what employees do
3.People join Org But leave managers
4.People manage how they have been managed
5.People problems are more complex than Organizational problems |
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Term
| Central role of management in organizations (3) |
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Definition
1. Conceptual competencies
2. Technical and Administrative Compentecies
3. Interpersonal competencies |
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Term
| Six general work activites |
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Definition
1. Human Captial
2. Tools and technology
3.Managing decision-making processes
4.Managing administrative acitivies
5. managing strategy/innovation
6. managing the task enviornment |
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Term
| Liabilities or downfalls (5) |
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Definition
1. failure to meet objectives
2. showed an inability to build and lead team
3. exhibited inability to change and adapt
4.maintained narrow functional/technical orientation
5.displayed interpersonal problems |
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Term
| Evidence based management |
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Definition
| translating principles based on the best available scientific evidence into organizational practices and making decision making through conscietious and judicious effort |
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Term
| OB (organizational behavior) |
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Definition
| social science that attempts to describe explain and predict human behavior in an organizational context |
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Term
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Definition
Generalizable knowledge regarding cause and effect
based upon years of study avoids drawing oppinionated conclusions
(little E Evidence local or organizational specific data collection |
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Term
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Definition
focus on actionable and knowledgeable behaviors
Those who can manage themselves are more likley to be effective managers |
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Term
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Definition
Banduras theory suggests that the learning of any new behavior is the result of three factors
1. The Person
2. The Enviornment
3. The behaviour |
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Term
| Banduras four critical components to learn |
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Definition
Attention
Retention
Reproduction
Motivation |
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Term
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Definition
| A process of modifying our own behavior by systematically altering how we arrange different cues in our world, how we think about what we want to change, and how we attach behavioral consequences to our actions |
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Term
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Definition
| Determining when why and under what conditions you currently use certain behaviors |
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Term
| Self-set improvement goals |
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Definition
1. Determin what your desired outcome or effective behaviors look like
SMART
Specific
measurable
attainable
relevant
time-bound |
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Term
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Definition
| The key to successful learning and growth |
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Term
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Definition
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Term
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Definition
| Phsiological and psychological states of arousal |
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Term
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Definition
| individuals who are engaged in a relativley chronic struggle to obtain an unlimited number or poorly defined things from their enviornment. Typically like to work as individuals rather than as teams |
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Term
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Definition
the extent to which we believe we control our own environment and lives
Internal (i control) Vs. External (it/they control) Internal is bettwe for stress |
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Term
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Definition
| personal assessment of how well one can execute with regard to job performance and stress |
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Term
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Definition
When we dont know how to fill a role or what we are supposed to do in it
Role Conflict- Multiple roles conflicting |
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Term
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Definition
Work Family COnflict
Work interference with family
family interference with work |
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Term
| Conservation of Resources (COR) |
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Definition
Stress results from three threats to resources:
1. Threat of losing personal resource
2. the actual net loss of a personal resource
3. the lack of resource gain following the investment of our personal energy and resources |
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Term
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Definition
| Being cynical, detached or indifferent to ones work |
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Term
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Definition
| regulating both feelings and expressions for the benefit of organizational goals |
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Term
| Surface acting vs. deep acting |
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Definition
| Maintaining a pleasant exterior and expression vs managing how your really feel |
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Term
| Changing the situation Vs. Coping |
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Definition
| In a stressful situation you can do either of these things. Changing is prevention coping is reacting |
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Term
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Definition
Instrumental support- Tangible and practical in nature direct means of helping someone
emotional support- listening, sympathy, empathy
informational support- information that helps you solve a problem |
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Term
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Definition
physical activity
commitment
perceived control
seeing problems as challenges
seeking small wins |
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Term
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Definition
Be first effective then effficient
Have written goals
Follow paretos law (80/20) 20% of the work contributes 80% of the value |
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Term
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Definition
Share information to reduce uncertainty about employees positions
allow workers to participate in decisions related to their jobs
show that individual workers are valued
praise good work performance verbally and institutionally |
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Term
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Definition
Teams are better when risk is desirable
teams are better when no individual expert exists
teams can help create a place where people feel connected
The first skill: determine if a team is appropriate! |
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Term
| Different types of teams (3) |
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Definition
Teams that recommend things
Teams that make or do things
Teams that run things |
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Term
| High performing team scorecard |
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Definition
production output
member satisfaction
capacity for continued cooperation |
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Term
| The knowledge skills and abilities (KSA's) of good team work |
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Definition
Conflict Resolution
Collaborative Problem Solving
Communication
Goal Setting and Performance Management
Planning and Task Coordination |
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Term
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Definition
Forming-getting people entered in
Storming-high emotion and tension
Norming-coordination
Performing-mature organized team
Adjourning-complete task and break up |
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Term
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Definition
Cooperative- distributed equally among teams
Competitive- individual success rewards |
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Term
| Main concepts of High performing teams (5) |
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Definition
keep the group small
focus on complementary skills
set clear outcome based goals
enforce productive norms and conflict management
match rewards to contribution |
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Term
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Definition
| Groups are likley to make riskier decisions as the shared risk reduces personal risk |
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Term
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Definition
| group members may not want to let their colleagues down and hence can become risk adverse |
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Term
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Definition
| Members who believe others with stand up and act |
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Term
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Definition
| team pressures can be so intense people can perform better in isolation |
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Term
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Definition
| Team members will persist with a losing course of action |
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Term
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Definition
| A team member who has not the ability or expertise to make decisions will surrender decision making to the hierarchy |
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Term
| Information Processing Bias |
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Definition
1. people are poor at seeing others perspectives
2. a handful of people will do the majority of the talking
3. Effective teams are able to muster the discipline to efficiently process the information |
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Term
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Definition
| people work harder as individuals than as team members |
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Term
| Social Loafing or freeriding |
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Definition
| Combat this by getting peoples work out where others can see it |
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Term
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Definition
| The performance threat of being unable to manage agreement |
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Term
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Definition
| The more difficult it is to get in the more cohesive them become |
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Term
| Two success factors to promote creativity in teams |
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Definition
1. climate of trust and risk taking
2. the disciplined use of creative problem-solving tools and processes |
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Term
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Definition
Mission
internal analysis
external analysis
interactive analysis
long term goals
long term strategy
short term goals
short term strategy
implementation
Feed back and Control |
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